Exam (elaborations)
HRD3702 Assignment 6 (COMPLETE ANSWERS) Semester 1 2024 - DUE 17 May 2024
- Course
- HRD3702
- Institution
- University Of South Africa
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HRD3702Assignment 6
(COMPLETE
ANSWERS)
Semester 1 2024
- DUE 17 May
2024
CONTACT: biwottcornelius@gmail.com
, Read the case study and answer the following questions. Based in South
Africa, Afri-Solar is a firm that produces and installs solar energy systems. The
relevance of renewable energy has increased as the globe shifts away from
the production of energy based on fossil fuels. With a spectacular ascent in
just over a decade, solar energy has emerged as the renewable energy
source that performs the best. From 0.1% in 2010 to 3.7% in 2021, solar
energy's generation share in the power sector has increased. It currently
generates energy at the greatest growth rate and makes up a sizeable portion
of newly installed renewable power capacity. The solar technology market is
expanding and is expected to do so in the future. Afri-Solar management
decided to step into the international market and set up offices in Pakistan,
Senegal, Nigeria, and Finland. CONFIDENTIAL HRD3702 The expansion of
solar photovoltaics has been the primary driver of this solar market growth.
Although the culture and employment practices of these countries differ from
the South African culture, Afri-Solar management holds a firm belief that their
employees will thrive and dominate the markets in these new operations. Afri-
Solar committed that it would provide its employees with the best training on
offer. 1. Identify and explain training interventions that Afri-Solar’s employees
will need to adapt and perform better in foreign countries. (4)
To adapt and perform better in foreign countries, Afri-Solar's employees will likely require
training interventions in several key areas:
1. Cultural Sensitivity Training: Understanding and respecting the cultural norms, values,
and behaviors of the host countries (Pakistan, Senegal, Nigeria, and Finland) is crucial for
effective communication and collaboration with local colleagues, partners, and
customers. This training should cover topics such as greetings, communication styles,
work ethics, and social norms.
2. Cross-Cultural Communication Skills: Employees should be trained to effectively
communicate with individuals from diverse cultural backgrounds. This includes verbal
and non-verbal communication, active listening, and interpreting cultural cues to avoid
misunderstandings and conflicts.
3. Market-specific Knowledge: Each target market (Pakistan, Senegal, Nigeria, and
Finland) has its unique economic, political, and regulatory landscape. Employees should
receive training on market dynamics, customer preferences, legal requirements, and
business practices relevant to each country to effectively operate and compete in these
markets.
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